It’s all in there. You’ve just got to work it out icon

It’s all in there. You’ve just got to work it out



НазваниеIt’s all in there. You’ve just got to work it out
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1. /Big Picture/@PHIL.DOC
2. /Big Picture/AIESEC.doc
3. /Big Picture/Big Picture.doc
4. /Big Picture/Big Picture1.doc
5. /Big Picture/ENGLISH/@NATURE.DOC
6. /Big Picture/ENGLISH/AIESEC Nature.doc
7. /Big Picture/ENGLISH/AIESEC_history.doc
8. /Big Picture/ENGLISH/HISTORY.TXT
9. /Big Picture/ENGLISH/OBJECTIV.TXT
10. /Big Picture/ENGLISH/PHILOS.DOC
11. /Big Picture/ENGLISH/PHILOSOF.TXT
12. /CEMOS/CEMOS отзыв1.doc
13. /CEMOS/CEMOS отзыв2.doc
14. /CEMOS/SWF.DOC
15. /ENALDS/SCENARIO.DOC
16. /ENALDS/WHAT.DOC
17. /ENALDS/WHY.DOC
18. /EUROLDS/AIESECER/BUDGET.DOC
19. /EUROLDS/AIESECER/COACH.DOC
20. /EUROLDS/AIESECER/COMMUN.DOC
21. /EUROLDS/AIESECER/CREA.DOC
22. /EUROLDS/AIESECER/FACILIT.DOC
23. /EUROLDS/AIESECER/FUNDR.DOC
24. /EUROLDS/AIESECER/LEARNING.DOC
25. /EUROLDS/AIESECER/MARKET.DOC
26. /EUROLDS/AIESECER/ORGANL~1.DOC
27. /EUROLDS/AIESECER/PROJMGMT.DOC
28. /EUROLDS/AIESECER/TEAM.DOC
29. /EUROLDS/AIESECER/TEAMY.DOC
30. /EUROLDS/AILI.DOC
31. /EUROLDS/EXTERNE/BRIT_AIR.DOC
32. /EUROLDS/EXTERNE/BR_A_OH.DOC
33. /EUROLDS/EXTERNE/DEREK.DOC
34. /EUROLDS/EXTERNE/FR.DOC
35. /EUROLDS/EXTERNE/LIST.DOC
36. /EUROLDS/FUNDR.DOC
37. /EUROLDS/MARKET.DOC
38. html">/EUROLDS/OUTAGEN.DOC
39. /EUROLDS/PROJMGMT.DOC
40. /Exchange/4LCECE.DOC
41. /Exchange/I2MX_OHS.DOC
42. /Exchange/INTRO2MX.DOC
43. /Exchange/INTRO_X.DOC
44. /Exchange/JR_SKILL.DOC
45. /Exchange/MARK_X.DOC
46. /Exchange/PRESENT.DOC
47. /Exchange/SELLINGX.DOC
48. /Exchange/SN_SIDE.DOC
49. /Exchange/TN_SIDE.DOC
50. /Exchange/XGUIDE93.DOC
51. /HR & D/AIESEC.DOC
52. /HR & D/ANALYSE.DOC
53. /HR & D/Agenda of LTS.doc
54. /HR & D/DESTRUCT.DOC
55. /HR & D/Educate.doc
56. /HR & D/Evaluation form.doc
57. /HR & D/FEEDBACK.DOC
58. /HR & D/HR/ICE.DOC
59. /HR & D/HR/LDS/LISTEN.DOC
60. /HR & D/HR/LDS/MEETING.DOC
61. /HR & D/HR/LDS/PERFORM.DOC
62. /HR & D/HR/LDS/PRESENT.DOC
63. /HR & D/HR/LDS/RM.DOC
64. /HR & D/HR/LDS/TEAM.DOC
65. /HR & D/HR/LDS/TNM.DOC
66. /HR & D/HR/LDS/TQM.DOC
67. /HR & D/HR/WAHANDBK.RTF
68. /HR & D/HR.DOC
69. /HR & D/HR_MANUAL.doc
70. /HR & D/INTEGRAT.DOC
71. /HR & D/LC Management & Planing.doc
72. /HR & D/LEARNING.DOC
73. /HR & D/Liflet of AIESEC.doc
74. /HR & D/MOTIVATE.DOC
75. /HR & D/Member Development.doc
76. /HR & D/NTT.doc
77. /HR & D/PLAN_N.DOC
78. /HR & D/PLAN_OH.DOC
79. /HR & D/PREPARAT.DOC
80. /HR & D/Recruit.doc
81. /HR & D/Recruitment Booclet'97.doc
82. /HR & D/SELECT.DOC
83. /HR & D/TAKEOVER.DOC
84. /HR & D/TEAM.DOC
85. /HR & D/TRANPLAN.DOC
86. /HR & D/TR_4_TR.DOC
87. /HR & D/TR_GUIDE.DOC
88. /HR & D/Transition in X.doc
89. /HR & D/Анкета для поступающих.doc
90. /HR & D/Мотивация собственными силами.doc
91. /HR & D/Набор в AIESEC 1.doc
92. /HR & D/Набор в AIESEC 2.doc
93. /HR & D/Набор новичков.doc
94. /HR & D/Основные идеи Teambilding в ГАУ.doc
95. /HR & D/Письмо OC.doc
96. /HR & D/Пояснения.doc
97. /HR & D/Правила1.doc
98. /HR & D/Правила2.doc
99. /HR & D/Тренинг для тренеров.doc
100. /HR & D/Что делать.doc
101. /PROJECTS/MNGT_OH.DOC
102. /PROJECTS/MNGT_OH1.doc
103. /PROJECTS/PJFALL.DOC
104. /PROJECTS/PLAN_OH.DOC
105. /PROJECTS/PM.DOC
106. /PROJECTS/PMGMT1.DOC
107. /PROJECTS/PM_LDS.DOC
108. /PROJECTS/PRJ_BUDG.DOC
109. /PROJECTS/PRJ_FR.DOC
110. /PROJECTS/PRJ_MNGT.doc
111. /PROJECTS/PRJ_PLAN.DOC
112. /PROJECTS/PROJECT.doc
113. /PROJECTS/PROJMGMT.doc
114. /PROJECTS/Project Mamagement from SSS.doc
115. /PROJECTS/Project cycle.doc
116. /Personal Skills/12HABITS.DOC
117. /Personal Skills/12HAB_OH.DOC
118. /Personal Skills/5LAWS.DOC
119. /Personal Skills/7HABITS.DOC
120. /Personal Skills/7HABITS1.DOC
121. /Personal Skills/COACH.DOC
122. /Personal Skills/CREA.DOC
123. /Personal Skills/LEARNING.DOC
124. /Personal Skills/PROACT.DOC
125. /Personal Skills/THEEND.DOC
126. /Presentation Skills/PREPARAT.DOC
127. /Presentation Skills/PRESENT.DOC
128. /Presentation Skills/PRES_LDS.DOC
129. /Presentation Skills/PRES_TE.DOC
130. /Presentation Skills/PRES_TE1.DOC
131. /Presentation Skills/PRES_TR.DOC
132. /Presentation Skills/PRES_TRG.DOC
133. /Presentation Skills/VISPRES.DOC
134. /Presentation Skills/VISUALIS.DOC
135. /Presentation Skills/Visualis&presentation_skills.doc
136. /Public Relations/MEDIA.DOC
137. /Public Relations/PRESS.DOC
138. /Игры/@GAME.DOC
139. /Игры/A CHIILD ON TELEVISION.doc
140. /Игры/COMGAMES.DOC
141. /Игры/CONCENTR.DOC
142. /Игры/GAMES.DOC
143. /Игры/GETTING TO KNOW EACH OTHER.doc
144. /Игры/HUMAN BINGO.doc
145. /Игры/HUMAN SCULPTURE.doc
146. /Игры/HUMOUR AND STEREOTYPES.doc
147. /Игры/IN EVERY CASE.doc
148. /Игры/INTERACT.DOC
149. /Игры/LEADERS.DOC
150. /Игры/LEADGAME.DOC
151. /Игры/ME AND MY ENEMY.doc
152. /Игры/MGMT&PL.DOC
153. /Игры/MY HERO.doc
154. /Игры/PARTY.DOC
155. /Игры/PARTY1.DOC
156. /Игры/PERSONAL SHELD.doc
157. /Игры/Roleplay.doc
158. /Игры/THE MEDIA AND OUR LIVES.doc
159. /Игры/THE TEN SYMBOLS OF THE PACK METHODOLOGY.doc
160. /Игры/THE TREASURE.doc
161. /Игры/VICTIMS.doc
162. /Игры/ZOO.DOC
163. /Игры/Викторина.doc
164. /Игры/Сборник игр AIESEC.doc
165. /Песни/13COUN~1.DOC
166. /Песни/1SONG2.DOC
167. /Песни/BIRTH.DOC
168. /Песни/BIRTH.TXT
169. /Песни/PESNYA.doc
170. /Песни/SONG1.DOC
171. /Песни/SONG2.DOC
172. /Песни/song_lts.doc
Сущность aiesec
Что такое aiesec ?
Теперь представьте себе, что это не корпорация, а
Aiesec big picture I
Overview of aiesec
Overview of aiesec
The history of aiesec
Aiesec's philosophy statement values Belief in mutual respect for cultures and equality of people Vision
Cemos (spirit и тренинги)
Начнем с начала. Приземление не помню
Reflections on the State of the World Forum
Project–Planning “Poverty and the 21st Century”
Enalds ‘95 Training Session: what
Enalds ‘95 Training Session: why
Eurolds’96 1st-7th of March, Cologne, Germany
It’s all in there. You’ve just got to work it out
Outline of the session
Aim: How can I use creativity to improve the quality of my life and my achievements?
Name (Phone-)Number
Fundraising presented by: borut lozar (ntt aiesec slovenia)
The Fifth Discipline, Peter Senge
Eurolds 1996
Organizational Leadership & Finance at Eurolds 1996
Schilfweg 6 77992 Freiburg-Munzingen
Team Management
Output for Team Management Training with Chris, Session One
Name (Phone-)Number
Aiesec leadership development conference
Rio summit agenda 21
Output of Leadership Skills (Plenary)
Outline of the Workshop fundraising/ company liaison
List of external trainers
Fundraising presented by: borut lozar (ntt aiesec slovenia)
Eurolds 1996
Output of eurolds
Schilfweg 6 77992 Freiburg-Munzingen
Lcece Training
A. How do we know who to market to?
Introduction to Marketing Exchange
Introduction to exchange
Outline time available
Aiesec international
Company presentations objectives of this session
Selling skills training Objective of the Training
Student Side Exchange Training
What is a tn? Exchange Training
1. Foreword 1 Preface 1 How To Use This Exchange Guide 1
Что такое aiesec ?
Job analysis
Aiesec mai moscow, 3-5 October 1997
Виды деструктивного поведения участников семинара
Learning & education in the lc
Интересность Полезность
Тренинг для тренеров
Icebreakers & games
Listening Skills
Productive Satisfying Appropriate
Commandments of High Performance
I. Introduction
I. Introduction
Team Management
Tn marketing xd the Heart of aiesec
Total Quality Management a short Overview I. Total Quality an Overview
Smart the 1997/98 work abroad handbook
Outline of the session
Книга о том, как работать с людьми в aiesec”
Интеграция новых членов в лк а. Кубанейшвили ncvpd 96/97
Lc management & Planning
The Fifth Discipline, Peter Senge
Что такое aiesec?
Мотивация национальная Конференция aiesec россии, Ноябрь 1996 Human Development Commission Summary
Member/Student Development
Aiesec russia National Trainers Team
Introduction
Stakeholders
Интерактивных семинаров
Но не забудьте о двух факторах
Определение
Selection in the local committee
Ncvpd 96/97 Дураки учатся на своих ошибках умные на чужих Хочешь получить повышение готовь себе смену
Группы команды
Transition Planning
I. введение закон 1
This document is designed to be used by
This document is designed to be used by
Как вы узнали об aiesec?
2. Group discussion (все вопросы в каждой группе)- 8 мин
Но не забудьте о двух факторах
Определение
Почти как у классика
X is our core Focus – higher schools
Здравствуйте!
Пояснительная информация
Правила поведения юного сурка на lts юный сурок не должен курить в своих комнатах, в столовой, в тренинг-комнатах или коридоре
Список аббревиатур и сокращений
Почти как у классика
Идея исследования
Идея исследования
Session : projects for all
Программа финансы
Mass Media person partners
Исследование: Насколько он реалистичен и отвечает запросам общества. Как он связан с деятельностью
Address: 472 Birch Saint-Lambert
National Conference’96
Project fundraising
Phases of the Project Management
How to plan your project?
Result of the session
Schilfweg 6 77992 Freiburg-Munzingen
Of course, this can vary from people to people, as well as from project to project. Some might have two or three categories, others, up to ten very separate categories
Project cycle Reality
Проактивность
Проактивность
Почему вы сегодня пришли на тренинг
7 навыков высокоэффективных людей
Замысла, применение на практике независимой воли
It’s all in there. You’ve just got to work it out
Aim: How can I use creativity to improve the quality of my life and my achievements?
The Fifth Discipline, Peter Senge
Личная победа навык №1: будьте проактивны
Начинайте с мыслью о конце принципы внутреннего руководства
Интерактивных семинаров
Time Medium
The key for being an expert in Presentation
I. Preparation of your speech
The key for being an expert in Presentation
I. Preparation of your speech
Company presentations objectives of this session
Time Medium
Time Medium
Time Medium
A few ideas and hints Patrick, Swiss National Committee 96/97
Media Releases
3. "Get to know game"
Aiesec romania Biblioteca de traininguri, 1998
Aiesec russia communication Games
Соncentration game
Игры приветствия
Aiesec romania Biblioteca de traininguri, 1998
Aiesec romania Biblioteca de traininguri, 1998
Aiesec romania Biblioteca de traininguri, 1998
Aiesec romania Biblioteca de traininguri, 1998
Aiesec romania Biblioteca de traiinguri, 1998
Тасовка карт
Игры к тренингам по лидерству
Соncentration game
Me and my enemy introduction
Lc management & Planning
Aiesec romania Biblioteca de traininguri, 1998
Собрала, записала и поделилась Ольга Ефимова vpd aiesec mаи list of contents
Aiesec games
Aiesec romania Biblioteca de traininguri, 1998
Собрание лк с участием новых и старых айсекеров
Aiesec romania Biblioteca de traininguri, 1998
Aiesec romania Biblioteca de Traininguri, 1998
Aiesec romania Biblioteca de traininguri, 1998
Aiesec romania Biblioteca de traininguri, 1998
Мальчики и девочки встают в круг через одного, кладут руки на плечи друг друга
Викторина по @ Когда был создан @ Russia? (1989)
Спичка передаётся губами, а бутылочка зажимается между коленями
13 countries, 13 cultures
Birth control
Birthcontrol (yesterday)
Songs to lts singing in the rain
Birthcontrol
Birthcontrol
Wind of aiesec

COACHING


It’s all in there. You’ve just got to work it out.

Glenn Van Ekeren


EUROLDS 96

March 1st. - 7th.

Cologne, Germany


Handout to Delegates


Session given by:


Florian, Switzerland

François, Switzerland

Borut, Slovenia


This outline is a theoretical support for the session. It should give you some guidelines and ideas with which you can coach in different situations. However, it cannot give you the ability to coach - this needs a lot of exercise and patience. So please take this paper as a work of reference during your work inside and outside AIESEC.


Contents

1. What is coaching? 3

2. Guidelines of coaching 3

3. Coaching Principles 3

4. Coaching Steps 4

5. The Coach 6

6. Notes 7

7. Your personal commitment ü 8



1. What is coaching?



One widely accepted definition of coaching is:


Facilitating another´s learning performance, development, and ability to change by listening, asking questions, and drawing solutions.


The main FOCUS of coaching should therefore be on the following two interlinked aspects:


LEARNING

DEVELOPMENT


of the person being coached, AND of the coach himself.


Remember the following:

  1. If a hungry person asks you for something to eat, do not give them a fish, but teach them how to fish.

  2. Everybody can become better, even Boris Becker still has a coach.

  3. In sports the coach does not run instead of the player.



2. Guidelines of coaching





  • Focus on the person being coached, rather than on you or your needs and goals.

  • Support for the development of the person you are coaching.

  • Always remember that the person being coached „owns“ the discussion.

  • Try to adapt your style by focusing on the other person.



3. Coaching Principles



PULL

SELF AWARENESS

FOCUS ON DEVELOPMENT


A. PULL - Energy creates commitment


  • Find out what the person you are coaching already knows

  • Find out what help the person desires from you or someone else.


Be aware that:


  • What you know might get in the way of hearing what the other person knows.

  • Your wisdom and experience may intimidate the other person, and he or she may not share openly.

  • You may be less likely to brainstorm alternatives if your current plan of action seems to work.

  • The other person does not want to challenge you and be „wrong“.



B. SELF AWARENESS is vital for successful coaching


  • Be aware of your emotions and how they change during the conversation.

  • Be aware of what both you and your partner(s) want from the coaching.



C. Effective coaching FOCUSES ON DEVELOPMENT


  • Discuss what the person(s) you are coaching knows about the subject and agree on how you might contribute.

  • Scan for additional resources and information.

  • Observe, question, and provide insights to help the person you are coaching to learn from their experiences.

  • Check regularly with the person you are coaching to see what is happening with them.

  • Recognise interference - anything that gets in your way and prevents you from being objective, receptive, and focused on results for the other person.

  • Celebrate progress - any progress.



4. Coaching Steps



The following is a model that shows how a coaching session could be done. Since coaching has to be very interactive, taking very much into consideration what the other person needs, you should be flexible enough to move back and forth within this model. Like every model, it does not pretend to be absolutely right way to do things, but you should look at it as a reference.


THE GROW MODEL OF COACHING:


Goal

Reality

Options

Will


GOAL


What will we work towards? What do we want to accomplish?

  • Agree on realistic, measurable goals for the coaching session

  • Mutually establish time limits

  • Discuss how to demonstrate



REALITY


What is happening in this situation - for me and for you?

  • Establish what is known about the situation.

  • Discuss what you both want to happen.

  • Check the validity about beliefs and assumptions.



OPTIONS


What should we consider in order to move forward?

  • Ask for feedback

  • Recognise that you do not have all the answers - and you do not need to.

  • Offer advice only after checking to see if advice would be welcome.

  • Explore alternative courses of action.

  • Take notes of insights and action ideas that emerge.

  • Listen with full attention.

  • Withhold judgement, both verbal and non-verbal.

WILL


What will happen next?

  • Explore where there is energy for action.

  • Conduct consequence analysis - identify possible obstacles.

  • Offer follow-up and support.



5. The Coach



When coaching you should always keep in mind the aspects mentioned above. Moreover, there are some characteristics that describe a good coach. Remember that a characteristic is a state in which you are, it is something that always stays with you, being the basis for your personality. It is vital to recognise the importance of this and develop the characteristics that are important to you and where you feel the necessity to develop.


The good coach can be described as follows:


  1. Open-minded

  2. Patient

  3. Creative and innovative

  4. Clear to understand

  5. Involving others

  6. Confident

  7. Skilled, especially in the following fields:

  • Giving feedback

  • Active listening

  • Learning



All these can be developed. We want to point out the main aspects of the three mentioned skills, which you should always keep in mind while coaching someone.


. Giving Feedback

  • Always give feedback

  • Positive feedback (praise):

  • If somebody does something you are satisfied with, do not save your feelings just for yourself

  • Do not wait for exactly right done job in order to praise

  • Praise publicly

  • React to the ideas, not to the person

  • Don’t wait!

  • Constructive feedback: focus on what can be changed

  • Show and explain your reasoning



) Active Listening

  • To listen means much more than to hear

  • Ask questions to clarify

  • Don’t interrupt the person speaking!

  • Don’t be afraid of silence

  • Don’t judge, you wouldn’t be available to listen

  • Set aside your emotions



& Learning

  • You don’t have the „truth“, but together you can look for it

  • Benefit from other people’s knowledge

  • Your mind selects data

  • Your interpretation of reality (paradigm)



6. Notes




„To be what we are, and to become what we are capable of becoming, is the only end in life.“

Robert L. Stevenson


„Treat people as they ought to be, and you help them become what they are capable of being.“

Johann W. Goethe


„It may be all right to be content with what you have; never with what you are.“

B.C. Forbes


7. Your personal commitment ü




What are the three most important things I learned during this session?








When and where am I going to use what I learned?








What will I change in my behaviour?








What will I avoid to do any longer?








Anything else...



Coaching Page EUROLDS 96



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